Deck 13: Strategies for Inclusion

Question 1

Summarize the influence of macro-level factors on the diversity and inclusion of sport organizations.

Answer 1

Answer will vary.

Question 2

Summarize the influence of meso-level factors on the diversity and inclusion of sport organizations.

Answer 2

Answer will vary.

Question 3

Summarize the influence of micro-level factors on the diversity and inclusion of sport organizations.

Answer 3

Answer will vary.

Question 4

According to Spaaij and colleagues, Australian sport organizations largely focus on:

A) The moral imperative for diversity and inclusion.
B) Social forces influencing diversity and inclusion.
C) The business case for diversity and inclusion.
D) A and B only.

Question 5

Robert runs a golf club, and many of the members have called for greater gender equity when it comes to tee times for the members, allowing women and men to make reservations whenever they choose. Thus, he decided to make the change to the club's policy. This is an example of __________ pressures for deinstitutionalization.

A) Political
B) Functional
C) Social
D) Human

Question 6

Leaders can influence the inclusiveness of the workplace through:

A) Their advocacy for inclusion.
B) Setting expectations for others in the workplace.
C) Modeling inclusive behaviors themselves.
D) All of the above.
E) B and C only.

Question 7

Which of the following is not an individual level source of resistance to diversity and inclusion in sport organizations?

A) Inertia
B) Habit
C) Fear of the unknown
D) Security

Question 8

At Quality Sports Performance, diversity and inclusion principles are embedded in the mission statement, hiring procedures, annual performance evaluation, and training. These are examples of:

A) Power relationships.
B) Systemic integration.
C) Economic factors.
D) Psychological characteristics.

Question 9

According to Allport, intergroup contact should be most effective when:

A) There is institutional support.
B) People are racially similar to one another.
C) Groups compete against one another.
D) There are clear status differences.

Question 10

Researchers have shown that recategorization can be an effective strategy for reducing bias. This process involves:

A) People making distinctions among out-group members.
B) People come to see others in relation to the self.
C) Members of different groups compete against one another in high-stakes sports.
D) Members of different groups come to consider themselves as members of a larger, common group.

Question 11

At State University, Nanc was hired as a new diversity officer, but some of the human resource staff resisted the move because they believed they had the skills and qualifications needed to accomplish the tasks. This is consistent with a threat to:

A) Expertise
B) Power relationships
C) Resource allocations
D) Personnel checks

Question 12

Diversity and inclusion efforts are least likely to be embraced by employees:

A) Who have a strong social justice orientation.
B) Who embrace social hierarchies.
C) Who have high intellectual humility.
D) Who are open to new experiences.

Question 13

Hudson Taylor's work with Athlete Ally focuses on racial equality in sports.

Question 14

Tyrell supports diversity in his sport organization because of the perceived costs of not doing so. This is consistent with a continuance commitment.

Question 15

Researchers have shown that, for Whites with a strong racial identity, increased diversity is met with enthusiasm and support.

Question 16

Researchers have shown that liberals and conservatives show similar levels of intolerance.

Question 17

Engaging in difficult dialogues in the workplace is likely to hurt inclusion efforts.

Question 18

Employees at Performance Sports, Inc. went on a ropes course get-away in an effort to become better acquainted, learn about each other, and strengthen relationships. This is consistent with decategorization.